Why do we need a personal security policy?

The University of Lethbridge is committed to providing a living, learning and working environment that is free of threats to personal security and is supportive of productivity, academic achievement, and the dignity, self-esteem and fair treatment of all members of its community.

Does the policy affect freedom of expression in the academic context?

Nothing in this policy can be used to limit academic freedom, which in Article 11 of the Faculty Handbook is generally understood as the right of academic staff to teach and conduct research without interference and without jeopardizing their employment.

When does the policy apply?

This policy applies when the personal security of a member of the University community has been violated.

What is the definition of personal security

Personal security means freedom from violence, the threat of violence, harassment, hazing, verbal abuse, abuse of a supervisor's authority, and discrimination in contravention of the Alberta Human Rights, Citizenship and Multiculturalism Act.

Will I suffer any consequences as a result of filing a complaint?

When a complaint is made under this policy, the complainant shall not be subject to adverse academic or employment consequences unless the complaint is found to be both untrue and malicious.

Does this policy affect my rights under a collective agreement or the Faculty Handbook?

This policy is in addition to and not in replacement of the rights an individual may have under law or contract. Nothing in this policy shall limit or amend the provisions of collective agreements entered into by the University and its employee groups.

Who is the complainant?

A person who alleges that a breach of this policy has occurred which affects that person's ability to study, work, or live in the University environment.

Who is the respondent?

The respondent is a person who has, in the view of a complainant, committed a breach of this policy that affects the complainant's ability to study, work, or live in the University environment.

What is harassment?

Harassment means conduct or comments that are intimidating, threatening, demeaning, or abusive and may be accompanied by direct or implied threats to grade(s), status, or job. Harassment can occur between people of differing authority or of similar authority. Harassment may be directed at individuals or at a group. Harassment has the impact of creating an environment that is hostile and limits individuals in the pursuit of education, research, work or personal development goals related to the individual's membership in the University community. Harassment need not be intentional and can also include sexual harassment or hazing.

Who does the policy apply to?

The policy applies to a member of the University community which means any student, employee, volunteer, person participating in a non-credit program offered by the University, person invited to participate in a University sponsored event, contractor or guest of the University.

What is a consultant and what do they do?

A consultant is an individual who has received training to do one or more of the following:

• provide advice to the complainant, if this is what the complainant is seeking;
• at the request of the complainant, discuss the situation informally with the respondent, or
• at the request of the complainant or the respondent, attempt to mediate the dispute.

What do I do if the consultant is unable to resolve the dispute?

If the intervention of a consultant or the respondent's appropriate supervisor fails to resolve the dispute, the consultant or the appropriate supervisor shall request that the complainant put the complaint in writing and direct it to the administrator.

Can I approach the respondent's appropriate supervisor to assist me instead of a consultant?

Yes, the respondent's appropriate supervisor can provide the same service that is described above for consultants.

Does the consultant or the respondent's appropriate supervisor have the right to intervene in a situation without my consent?

The consultant or appropriate supervisor cannot actively intervene in the situation without the written consent of the complainant.

What happens if the situation remains unresolved with the assistance provided?

The consultant or the respondent's appropriate supervisor shall request that you, the complainant, put the complaint in writing and direct it to the administrator.

Who is the administrator?

The administrator is the University employee with the authority to conduct an investigation that may lead to disciplining measures being taken against a member of the University community.

Where can I find the process for dealing with behaviour that contravenes the policy?

The entire process is outlined in section 3 of the policy.

If I file a written complaint is the respondent entitled to know my identity?

Yes. The respondent is entitled to know the identity of the complainant and the nature of the complaint.

Am I entitled to confidentiality?

The parties to a complaint are entitled to confidentiality during and following the resolution of a complaint and must preserve the confidentiality of the other party.

What if the review of the complaint finds it to be both untrue and malicious?

The respondent may file a written complaint with the complainant's appropriate supervisor that will be dealt with through the collective agreement, Student Discipline Policy or any other University policy.

Do I have to file a written complaint with an appropriate supervisor or any other person?

No.

Please contact Human Resources at 329-2274 if you require clarification or additional information regarding the policy.